The link between driver mental health and performance

Haulage operations rely on keeping schedules tight and loads secure. But no matter how well your planning software or fuel strategy is working, it’s people who keep everything moving.

That’s why driver mental health needs just as much attention as vehicle maintenance or routing. When drivers struggle with stress, fatigue or isolation, it doesn’t just affect their wellbeing – it affects the entire operation.

Why driver mental health matters to haulage firms

Driving professionally is demanding. And when shifts are long, routes are unpredictable, and rest comes second to delivery deadlines, it takes a toll.

According to Randstad’s 2023 Health and Well-being in the Workplace report, more than a quarter of logistics workers took time off last year due to stress or mental health issues. Nearly one in five said they were planning to leave the industry within the next 12 months for the same reasons.

For haulage firms running mixed fleets, the risks aren’t just personal, they’re operational. Poor driver mental health often shows up as reduced focus, increased absences, or higher accident rates.

None of those are small issues when you’re managing tight margins and SLA expectations.

Common mental health challenges in haulage

HGV drivers often work in isolation. They’re away from home, dealing with tight schedules, delays, and variable working conditions.

Here are some common issues drivers face:

• Chronic stress from unpredictable workloads
• Sleep disruption due to irregular shift patterns
• Feelings of loneliness, especially on long-distance jobs
• Anxiety around delivery times, traffic and inspections

When these pressures build up, it becomes harder to concentrate. And that’s when mistakes happen.

Impact on driver performance

Poor driver mental health can show up in different ways. Some are obvious, some are subtle.

Tired or distracted drivers may miss signs, skip checks or lose concentration at the wheel. Reaction times slow down. Communication with traffic offices becomes shorter or more strained.

In real terms, this could lead to late deliveries, missed turns, and even load damage.

Over time, it also increases HGV driver turnover, as unhappy drivers seek work elsewhere or leave the industry altogether.

Spotting the signs early

Recognising poor driver mental health isn’t always easy, especially when people are used to pushing through. But there are patterns.

Watch for changes in behaviour—like short tempers, withdrawn communication, or sudden dips in performance. Frequent sick days or last-minute shift cancellations can also be warning signs.

This is where the role of the transport manager matters. They’re often the first point of contact. Being approachable, and creating space for honest conversation, helps surface issues earlier.

Addressing stress and fatigue in HGV operations

Stress and tiredness are common, but that doesn’t mean they should be ignored.

There are several day-to-day actions you can take to reduce pressure on your drivers.

• Plan shifts with fair and realistic expectations
• Review routes with drivers’ hours in mind
• Encourage regular breaks and overnight rests
• Make communication between traffic teams and drivers smoother

Fatigue isn’t just physical – it builds up over time. And if your fleet spends long periods working under pressure, the effects will start to show.

Reviewing tachograph compliance regularly, and checking in with drivers before workloads build up too much, can reduce avoidable stress.

Supporting driver wellbeing across your fleet

Putting driver wellbeing on the agenda doesn’t need to be complicated. It starts with understanding that wellbeing isn’t just about physical health.

Supporting driver mental health can involve simple changes:

• Providing a quiet place to rest before or after long runs
• Checking in regularly, even during quiet periods
• Giving more notice on shift changes

Small changes to how you approach schedules and communication can have a bigger impact than you might think.

Building mental health into your policies

It’s useful to include driver wellbeing guidance in your internal documents. Even a short section in your driver handbook or H&S policies shows that you take it seriously.

Consider including:

• Contact details for support lines
• Mental health first-aiders within your team
• Policy around breaks, rest periods and mental health absences

Just having something written down makes it easier for drivers to speak up when they need to.

Training and awareness for line managers

Line managers play a huge part in how supported your drivers feel. Giving them training on how to handle mental health conversations helps them feel more confident.

You don’t need full counselling training. But awareness courses or basic wellbeing checklists make a difference—especially when dealing with sensitive topics during driver risk assessments.

Creating a culture that prioritises people

Policies and procedures matter. But culture shapes how they’re used.

Creating a workplace where drivers feel comfortable raising mental health issues doesn’t happen overnight. It starts at the top, with leadership making wellbeing part of the conversation.

That could mean regular one-to-ones, anonymous surveys, or appointing someone to lead on mental health internally.

Peer support is another option. Pairing new recruits with experienced drivers helps ease the pressure—especially useful when recruiting HGV drivers during busy periods.

When drivers feel seen and supported, they’re more likely to stay, perform well, and speak up when something’s wrong.

This also makes your business more resilient during busy periods, rule changes, or operational shifts – like updates to cabotage laws or fleet expansion.

Frequently asked questions

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